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Five ways you can help your employees turn New Year’s resolutions into year-round routines

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  • Date posted

    Jan 07, 2022

The New Year is a perfect time to hope for the best—to set goals, get motivated, and feel optimistic about the months ahead. And these resolutions aren’t only for individuals—organizations everywhere are vowing to do more for their employees as we enter 2022.

According to MetLife’s annual U.S. Employee Benefit Trends Study 2021: Redesigning the Employee Experience: Preparing the Workforce for a Transformed World:

66%

of employers are currently or plan to expand the range of their benefits.

74%

of employers are currently or plan to offer more added-value services for employees, such as mental health programs or employee assistance programs.

Those intentions are great—but the truth is, just like how most New Year’s goals falter after that initial burst of excitement, an organization-wide focus on wellbeing can fizzle out over time.

Don’t start and stop: Transform New Year’s resolutions into a year-round culture of wellbeing

Employees need more help than ever before, but those needs are also very diverse. One person’s unhealthy work-life balance may be another’s lack of exercise, or need for financial guidance, or any number of other health risks. But the problems are there. Since the start of the pandemic:

61%

of adults experienced undesired weight change.

67%

reported unhealthy sleep patterns.

78%

felt a negative impact on their mental health.

That’s why Navigate provides holistic resources—videos, challenges, education, and more—for each area of our 8 Pillars of Wellbeing: balance, community, financial, mindfulness, nutrition, physical, purpose, and social. Employees use holistic resources and platform features to find resources personal to them, which makes their program experience more meaningful.

The physical and mental toll of the pandemic, combined with the ongoing threat of the Great Resignation (more on that in a minute), make it more important than ever to strategize and turn your company’s well-intentioned talk into year-round action. Here are a few ways to do it.

1. Use survey tools to listen, listen, and listen some more.
We talked about the Great Resignation back in August of 2021 and the problem hasn’t gone anywhere. In fact, the number of people quitting their jobs continues to grow, with 3.8 million resigning in April 2021, followed by 4.2 million in September and another 4.3 million in October.

The number of people quitting their jobs continues to grow, with 3.8 million resigning in April 2021, followed by 4.2 million in September and another 4.3 million in October.

So how do you strengthen or rebuild trust and retain your employees? Asking questions and then actually acting on what you hear will go a long, long way. Create an open dialogue with surveys, frequent communication, and genuine care. It can be done, even during a pandemic—here’s how Navigate helped Centura Health increase click-throughs to mental health and EAP resources during COVID-19.

2. Remain flexible: Times change and so should your program.

This is related to item number one. After surveys help you learn what your employees want, need, and expect, you need to actually offer what they’re asking for. That means it is best to avoid box solutions and make sure your technology platform is flexible enough to adapt as time goes on.

3. Create a resource hub that communicates your benefits.

Do your employees know you care? Is your company culture and message getting through? Despite the steps many companies have taken to do more, there remains a disconnect between what employees want and what management provides.

35%

of workers feel their employer talks about mental health enough.

76%

indicated that companies should do more to protect workers’ mental health.

By showcasing your EAP resources, community benefits, and other resources on one easy-to-use online hub, you can raise awareness of the great things you’re already doing and guide employees to helpful tools they wouldn’t find otherwise.

4. Use program resources to calm return to work concerns—no matter what the plan is.
Only 33% of employees said they feel safe enough to return to work and 88% want to continue working remotely at least some of the time. It doesn’t matter whether you intend to be fully remote, completely in-office, or plan to adopt a hybrid model—all three options have their own risks and rewards. But listening to your employees and providing the resources they’re asking for will build trust and display your good intentions, helping the transition go smoother than it would otherwise.

5. Boost engagement with innovative rewards.
Throw out the standard merch and try something a little more innovative. For example, Navigate’s reward partner Fringe offers unique options that benefit mental health while they reward—from babysitting services for overtaxed parents to app subscriptions for Calm, Headspace, Netflix, and more, you can associate your brand with their mental relaxation and build loyalty that will last through the ups and downs of 2021.

Do your employees have the comprehensive resources they need and expect? Learn more about the benefits of a holistic, configurable wellbeing solution.

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